Every individual at the workplace shares a certain relationship with his fellow workers. Human beings are not machines who can start working just at the push of a mere button.
Written by Arindam Nag Employees differ in their personalities and these differences influence the way they react to the external and internal pressures that exist in any organization. It has been observed that this mental framework has a direct impact on their individual performance which ultimately affects the organization as a whole.
Thus it is important for an organization to identify the factors that have a crippling effect on the performance of an employee at the workplace and make suitable corrections.
Thus, it is important for an organization to identify the factors that have a crippling effect on the performance of an employee at the workplace and make suitable corrections. The following are the factors that lead to poor performance of employees at the workplace.
Personality or Ego Clashes: This in general, is seen between two people with opposing personalities. The problem creeps in when there is mistrust between both the parties with respect to their motives and character.
The modern workplace is full of demands, deadlines, etc. There are employees who sustain and perform under pressure while there are employees who succumb to this rising pressure. Thus, an aggressive environment where the stress levels are high will prove detrimental to employee performance.
If there is an alarming increase in workload, employees sometimes become disgruntled with their work and this is reflected in the quality of work.
It also takes a toll on their health and demoralizes them.
|Automatic Bibliography Maker||When this happens employees face the dilemma of poor employee performance. In this case employees tend to decrease the levels of dedication and effort they put into their tasks at work.|
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|Articles Archives - KwaZulu-Natal Legislature||That earlier framework identified five domains, or dimensions, of emotional intelligence that comprised twenty-five competencies.|
|KZN Legislature hosted its annual Workers’ Parliament in Amajuba District||The report was prepared under the auspices of the National Advisory Environmental Health Committee to provide direction to Federal programmes in occupational health.|
Adequate time and material resources should be available to employees to enable them perform their work easily.
This will help them perform to the best of their ability and be proud of their achievements. Poor Leadership from the Top Management: A supervisor motivates his subordinates, instills confidence, and evokes enthusiasm with regard to their work.
But if the same supervisor engages in aggressive and punitive behavior, it results in harassment at the workplace.
Lack of Role Clarity: This happens when two different workers are given incompatible roles at the same time. Lack of Clarity about Accountability: Lack of accountability results when there is no clarity amongst the employees regarding their roles and responsibilities and their relationship with team members.
This leads to a situation wherein when something goes right, everyone would like to take credit for it and when something goes wrong, no one comes forward to accept responsibility.
When employees are not informed about decisions, they will make their own assumptions which can spread rumors. This can hurt the image of the organization and also destroy trust in the management. An organization comprises employees from various walks of life.
They bring in their own set of values, ideas, and principles which may not be received by everyone in the organization. This might result in some animosity and intolerance between individuals.
Research has shown that office gossip creates great loss to the organization and also affects the individual productivity of employees at work. Poor Selection or Pairing of Team Members: Employees tied with a wrong partner prove detrimental to the overall health of the organization.
To make an employee productive and efficient, it is important to equip them with the right tools. Ignoring the potential benefits of technology upgradation in the workplace may diminish the productivity and performance of employees. There are cases where bosses or colleagues threaten an employee for no reason or pass offensive remarks against the employee.
This leads to the creation of a hostile environment in the workplace. It also disturbs the sense of belongingness amongst employees. This might also result in a higher incidence of grievances among employees.
Badly-conducted appraisals can create a lot of problems for the organization as well as its employees. If a hard working employee is under-rated, besides being unfair, it creates an inferiority complex in the mind of the employee, while being over-rated may create egoism.
It has a cascading effect such as rising absenteeism, low morale, and indifference to organizational goals. Thus, by considering the above factors and passing stringent amendments, the grievances that employees have in their workplace can be reduced to a great extent, resulting in improved performance of the workforce working for a common cause with reinforced enthusiasm.The employee’s personal circumstances – if the poor performance is as a result of personal circumstances, for example, a divorce or bereavement, the employer will need to take this into account when assessing the period of improvement.
KZN Women United in Moving South Africa Forward. During the two-day Women’s Parliament held on 7 and 8 August at Vulindlela Stadium in the upper Edendale in Umsunduzi Municipality to commemorate the women’s month, women from all political parties represented in the KZN Legislature were unanimous in the fight against gender-based violence and all forms of women and child abuse.
performance on the job is proportional to the size of the employee’s pay packet. Although this may be true in a minority of cases, numerous employee surveys have shown by and large this to be untrue. The Impact of Communication on Workers’ Performance in Selected Organisations in Lagos State, Nigeria also shown that communication improves employee job performance (Goris, ), while poor communication results to low employee commitment to the organization (Kramer, ).
aspect of their work is communication which is the mutual. Understanding the impact of employee poor performance and dealing with it immediately is very important to curb the negative element in the organization especially if left unattended.
a better understanding about the nature of performance linkages and career interdependencies. If high-productivity employees stay in the organization and keep good employees, then social relations at work are beneficial for the organization.